ACCESSIBILITY FOR ONTARIANS
WITH DISABILITIES ACT (AODA) POLICY
POSITION STATEMENT
Robinson Consultants Inc. ("RCI") is committed to treating all individuals in a manner that allows them to maintain their dignity and independence. RCI believes in integration, equal opportunity, accessibility, and inclusion for people with disabilities.
RCI is committed to meeting the needs of persons with disabilities in a timely manner and will do so by preventing and removing barriers to accessibility and by meeting the requirements of the:
- Accessibility for Ontarians with Disabilities Act, 2005 (AODA);
- Integrated Accessibility Standards Regulation (IASR), Ontario Regulation 191/11;
- Design of Public Spaces Standards (where applicable); and
- Ontario Human Rights Code.
SCOPE
This policy applies to all employees, agents, officers and contractors of the Company (collectively referred to in this policy as “employees”). It also informs our expectations for clients, suppliers, consultants, and business partners when interacting with our organization.
OUR MISSION
Robinson Consultants Inc. is committed to ensuring that all aspects of our business are performed in compliance with Government Standards and Guidelines. It is also our mission to ensure that all services at Robinson Consultants Inc. are provided in a manner that respects the dignity, independence, integration and equal opportunity of people with disabilities.
Dignity
Service is provided in a way that allows the person with a disability to maintain self-respect and the respect of other people.
Independence
A person with a disability is allowed to do things on their own, without unnecessary help or interference from others.
Integration and Equal Opportunity
Service is provided in a way that allows the person with a disability to benefit from the same services, in the same place, and in the same or similar way as other customers, unless an alternate measure is necessary to enable a person with a disability to access goods or services. A person with a disability should not have to make significantly more effort to access or obtain service and should not have to accept inconvenience or lesser quality. Sometimes this may mean that we have to treat individuals slightly differently so that they can benefit fully from the services.
OUR COMMITMENT
In fulfilling our mission, Robinson Consultants Inc. strives at all time to provide its services in a way that respects the dignity and independence of people with disabilities. We are also committed to giving people with disabilities the same opportunity to access our goods and services and allowing them to benefit from the same services, in the same place and in a similar way as any customer.
PROVIDING GOODS AND SERVICES TO PEOPLE WITH DISABILITIES
Robinson Consultants Inc. is committed to excellence in serving all individuals, including persons with disabilities and we will carry out our functions and responsibilities in the following areas:
Communication
Robinson Consultants Inc. will communicate with persons with disabilities in ways that take into account their disability and communication needs.
We will train all staff on how to interact and communicate with persons with various types of disabilities.
Telephone Services
We are committed to providing fully accessible telephone service to our customers. We will train staff to communicate with customers over the telephone in clear and plain language and to speak clearly and slowly.
We will offer to communicate with customers through e-mail or in person, if telephone communication is not suitable to their communication needs or is not available.
Assistive Devices
We are committed to serving people with disabilities who use assistive devices to obtain, use or benefit from our services. Where applicable, employees will be trained on equipment, or accessibility features available at the various company office locations.
Use of Service Animals and Support Persons
We are committed to welcoming people with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public and other third parties who are not otherwise excluded by law from the premise. Where excluded by law, Robinson Consultants Inc. will consider alternate measures to enable the persons with a disability to obtain, use or otherwise benefit from our services. We will also ensure that all staff, and others dealing with the public are properly trained in how to interact with people with disabilities who are accompanied by a service animal.
We are committed to welcoming people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person will be allowed to enter Robinson Consultants Inc. premises with his or her support person unless they are excluded for other unrelated reasons. At no time will a person with a disability who is accompanied by a support person be prevented from having access to their support person while on our premises.
NOTICE OF TEMPORARY DISRUPTION
Robinson Consultants Inc. will provide customers with notice in the event of a planned or unexpected disruption in the facilities or services usually used by people with disabilities. This notice will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities services, if available.
The notice will be placed at all public entrances, on telephone recordings and at the reception desk on our premises. In appropriate circumstances, the notice will also be posted on Robinson Consultants Inc. web site. It is recognized that the ability to provide appropriate notice of a disruption may be limited in cases of an emergency that caused the temporary disruption.
INFORMATION AND COMMUNICATION STANDARDS
Robinson Consultants Inc. is committed to ensuring information and communications are accessible to persons with disabilities.
Accessible Formats and Communication Supports
Upon request, Robinson Consultants Inc. will provide accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to disability.
Robinson Consultants Inc. will consult with the person making the request in determining the suitability of an accessible format or communication support.
Robinson Consultants Inc. will make the availability of accessible formats and communication supports publicly known.
Websites and Website Content
Robinson Consultants Inc. will ensure that its website and content conform to applicable AODA accessibility requirements and recognized accessibility standards as required by legislation.
EMPLOYMENT STANDARDS
Recruitment
Robinson Consultants Inc. will make suitable accommodations for persons with disabilities throughout the recruitment process. Robinson Consultants Inc. will notify all applicants that accommodation is available throughout the recruitment and selection process and will work with persons with a disability to make adjustments to the recruitment and selection process in a way that best suits their needs.
Employee Supports
Robinson Consultants Inc. will inform its employees of its policies used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. This information will be provided to new employees as soon as practicable after commencing employment and whenever there is a change to the existing policies.
Robinson Consultants Inc. will work with employees with disabilities to develop a formal, written, individualized accommodation plan which will be reviewed and updated annually or when there is a change to the physical space or accommodation needs of that individual.
ACCESSIBLE WORKPLACE INFORMATION
Where an employee with a disability requires workplace information in an accessible format, RCI will provide such information upon request and in consultation with the employee. This includes:
- Job-related information;
- Workplace communications;
- Performance related information;
- Career development information; and
- Any other information required for the employee to perform their job duties.
INDIVIDUAL ACCOMMODATION PLANS
Robinson Consultants Inc. will develop and have in place a written process for developing a documented individual accommodation plan for employees with a disability. The process will include the following elements
- The way an employee requesting accommodation can participate in the development of the individual accommodation plan.
- The means by which the employee is assessed on an individual basis.
- The way in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to assist the employer in determining whether accommodation can be achieved and, if so, how accommodation can be achieved.
- The steps taken to protect the privacy of the employee’s personal information.
- The frequency with which the individual accommodation plan will be reviewed and updated and the way in which it will be done.
- If an individual accommodation plan is denied, the way in which the reasons for the denial will be provided to the employee.
- The means of providing the individual accommodation plan in a format that considers the employee’s accessibility needs to due to disability.
- If requested, inclusion of individualized workplace emergency response information and identification of any other accommodation being provided.
WORKPLACE EMERGENCY RESPONSE PLAN
Where required, Robinson Consultants Inc. will create individualized workplace emergency response information for employees with disabilities. This information will account for the unique challenges created by the individual’s disability and the physical nature of the workplace and will be established in consultation with the employee.
Robinson Consultants Inc. will provide the workplace emergency response information as soon as practicable after becoming aware of the need for accommodation due to the employee’s disability and will review the individualized workplace emergency response information when the employee moves to a different location in the organization, when overall accommodation needs or plans are reviewed, and when Robinson Consultants Inc. reviews its general emergency response policies.
RETURN TO WORK PROCESSES
Robinson Consultants Inc. will have in place a return-to-work process for employees who have been absent from work due to a disability and require disability -related accommodation in order to return to work. Such process will be documented and must outline the steps that Robinson Consultants Inc. will take to facilitate the return to work and include an individual accommodation plan.
PERFORMANCE MANAGEMENT, CAREER DEVELOPMENT AND REDEPLOYMENT
Robinson Consultants Inc. will consider the accessibility needs and/or individual accommodation plans of employees when implementing performance management processes, providing career development or advancement opportunities.
Robinson Consultants Inc. will consider the accessibility needs of employees with disabilities in the event of redeployment.
TRAINING
Robinson Consultants Inc. will provide training to all employees, people who deal with the public or other third parties on their behalf, and all those who are involved in the development and approvals of customer service policies, practices and procedures.
This training will be provided as part of the immediate new employee training, when responsibilities change or when accessibility policies are updated due to changes in legislation.
Training Requirements
- The requirements of the AODA and IASR;
- The Ontario Human Rights Code as it relates to disability;
- Robinson Consultants Inc. accessibility policies;
- How to interact and communicate with persons with various disabilities;
- How to support the use of assistive devices, service animals, and support persons; and
- Procedures for responding to accessibility concerns.
Records of training will be maintained as required by legislation.
MULTI-YEAR ACCESSIBILITY PLAN
Robinson Consultants Inc. will develop, maintain and document a Multi-Year Accessibility Plan outlining the strategy to prevent and remove barriers from its facilities and services, to improve opportunities for persons with disabilities, and to meet its requirements under the AODA and the Integrated Accessibility Standard.
The Multi-Year Accessibility Plan will be reviewed and updated every five (5) years and will be posted on the company’s website. Upon request, Robinson Consultants Inc. will provide a copy of the Multi-Year Accessibility Plan in an accessible format or with communication supports.
FEEDBACK PROCESS
Robinson Consultants Inc. will ensure that its processes for receiving and responding to feedback are made accessible to employees and clients upon request.
Feedback regarding the way Robinson Consultants Inc. provides services to people with disabilities can be made online, by e-mail, verbally, by letter or by telephone. All feedback should be directed to the President or their designate.
Information regarding the feedback process will be available in accessible formats upon request.
Once feedback is received, the following actions are taken to respond:
- he feedback is assessed for appropriate action. (Note: the customer service standard does not require a response to be provided for general, non-accessibility- related feedback).
- Where action includes a response to the customer, Robinson Consultants Inc. will make reasonable efforts to respond in a timely manner.
ACCESSIBILITY CONTACT
Questions, accommodation requests, or feedback regarding this policy may be directed to:
Robinson Consultants Inc.
Human Resources Department
613-592-6060 ext. 1560
This email address is being protected from spambots. You need JavaScript enabled to view it.
POLICY REVIEW AND MONITORING
This policy will be reviewed periodically and revised as required to ensure ongoing compliance with:
- The Accessibility for Ontarians with Disabilities Act, 2005;
- Integrated Accessibility Standards Regulation;
- Ontario Human Rights Code; and
- Other applicable accessibility legislation.
AODA DOCUMENTS
Download a complete copy of our AODA HR Policy or our Multi-year Accessibility Plan.
